Our Vetting Protocol
A more rigorous way to qualify sales and marketing talent.
Every candidate passes the same five-step bar: evidence of impact, live skills, realistic scenarios, communication quality, and verified performance—so you only meet people who already clear a high standard.
97%
Screened out
30,000+
Placement data points used for learning
1M+
Performance signals reviewed
72–96h
Typical time to first match
What makes this credible
We do not rely on resumes alone
Every candidate is tested in context
Communication is screened alongside capability
Reference and performance checks add a final layer
Outcome
Clients meet a small number of people who already meet a high quality bar, instead of wasting time sorting through uncertain options.
Experience around world-class brands
The 5-step process
How RevSmiths filters for quality before a candidate ever reaches you.
Application Screening
We start by filtering for verified experience, role relevance, and evidence of real business impact.
Performance history review
Role-specific track record
Relevant industry and execution fit
Live Skill Assessment
Candidates are tested live on the skills that matter most for their discipline, not just what looks good on a resume.
Cold calling and objection handling
Copywriting and campaign judgment
Strategic thinking under pressure
Real-World Scenario
We give candidates a practical business problem to solve so we can see how they think, prioritize, and execute.
48-hour scenario task
Clear business context
Measured on practicality and clarity
Communication Evaluation
Strong execution is not enough. We look for people who communicate clearly, collaborate well, and work effectively across teams.
English fluency and clarity
EQ and remote collaboration
Client-facing professionalism
Performance Verification
Before anyone enters the network, we verify the quality of their work through references and historical validation.
Manager or client references
Blind verification where possible
Consistency across claims and outcomes
Final network standard
Only a small percentage of candidates make it through the entire flow. The result is a tighter, more trustworthy network built for real client delivery.
Why this matters
Better filtering upfront means faster shortlists, higher match quality, and less hiring risk for the client.
What we look for
Strong resumes are not enough. We look for deeper signals of real operating quality.
Proven outcomes
We look for operators who can show revenue impact, growth wins, campaign performance, or clear evidence of strong execution.
Commercial thinking
We prefer people who understand business context, not just task completion. Strong talent should know why the work matters.
Remote readiness
Communication, responsiveness, reliability, and clarity are non-negotiable for a distributed talent model.
Role-specific depth
Every role is assessed differently so SDRs, AEs, growth marketers, social media managers, and strategists are judged on the right criteria.
Ready to hire
Get matched with proven RevSmiths in 72 hours.
Tell us what you need and we will introduce you to a small number of vetted people who fit your stage, goals, and budget.